Management: Most of us joined Chevron because we don't want to work for Exxon. Plagiarizing their PMP structure to force 15% of us on PIPs, won't make us beat anyone
13 replies (most recent on top)
There is NO forced PIPs. I know this for a FACT. Yes, more people may/will end up on PIPs. But it is not forced. Stop spreading this d-mb ar-e rumor.
@10r That is a very accurate statement. Management has laid off all the experienced, innovative, and independent thinking employees. All we are left with is millennial aged management who will do anything to advance their careers except the right thing. No common sense and no consideration for anyone except themselves. Fairness and decency are a thing of the past.
Anyone who thinks Chevron’s LT is running this company with their own ideas is wrong. All they do is follow what LT’s from other companies are doing or have done. They have no vision of what they should do but monkey see monkey do.
@e5 yes! This right here:
We just went through a layoff where past performance wasn’t really a factor and they let good people hit the button. They are now setting up a system to fire the bottom, whom were saved during the layoff? You can’t make this stuff up. A lot of middle management got to where they are because of the system they are now replacing. Most of them don’t impress.
This whole thing is a joke. We just went through a layoff where past performance wasn’t really a factor and they let good people hit the button. They are now setting up a system to fire the bottom, whom were saved during the layoff? You can’t make this stuff up. A lot of middle management got to where they are because of the system they are now replacing. Most of them don’t impress.
What Chevron has clearly forgotten is that long term success is built by a slow, deliberate, long-term development of staff competency . Sure, management can play games to temporarily boost share price and investor returns, but long term if they lose our core business and earth science acumen, they are guaranteeing long-term decline. I am seeing many whom I assumed to be our future technical leaders jump ship in the last few years, not because of lack of compensation but rather a perceived lack to technical growth opportunities, sustained low morale cause by management incompetence, and appalling office work environment. The old joke that management will continue the beatings until morale improves is in full play, except that our best employees have other options.
This is really no different than what was don’t a few years back with the 1 2+ 2 2- and 3 rankings. Moral was fine. Just do your job and don’t be slug. Exxon rewards high performers as should chevron. Not all employees are the same and need a way to differentiate between average and above average. Need less vaginas and more hard workers
High performer here, Chevron could lay off another 20% of subsurface easily and actually improve productivity - I genuinely believe this - yes we have at least another 20% that either do nothing or actually make things worse. Let’s be honest that have a serious number of poor performers, including managers, that actually erode value . It’s pathetic to see we waste money on people that have a history of producing nothing.
We’re all at risk because low performers are safe. Clear them out and let us do our job and have a career. Is it brutal yet but I don’t want to be at risk because others aren’t doing their job. Who wants that?!?
@bj As long as the management brown nosers who are poor performers remain protected by those rating them or someone higher up, they won’t be in the bottom 15%. So things won’t change.
No fan of exxon, but it's about time, years too late for chevron to manage the poor performers.
If we had taken out a lot of the "stars" who were obviously useless at the jobs they were employed to perform but were management brown noses.
These characters are now a large part of the reason the company is in its current state.
I've seen this at another oilfield company. All they want to do is copy another company, and not lead anywhere.
Oh, come on -- if Chevron didn't follow Exxon/Microsoft/McKinsey/Deloitte - what else would we do?
Clearly the best way to beat the market is to copy it, obviously.
Chevron leaders are always following what the other majors are doing. Maybe if we started doing some of our own thinking we wouldn’t have to ride others coat tails. We need leaders to be leaders not followers.